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【正文】 Achieve? ? Corporate Vision/Objectives/Strategy be Translated into Clearly Defined Individual Goals ? Employee’ s Full Participation – Fair/Equitable Process ? Timely Feedback, Coaching and Corrective Action ? People Accountable for Their Results ? Reward for Performance ? Focus on Improvement Future Development Regain Competitiveness !! 15 PRD Process 1st Level MGR 2nd Level MGR Dotline MGR HR Guidelines Employee KPI Deployment Promotion, Demotion Separation Decision Appraisal Execution Goalsetting Incentive/Rewards Succession Plan Development Plans Merit Increase Internal Transfer . Process 16 PRD Process and Schedule Appraisal Execution GoalSetting HR Decisions Action KPI Deployment JanFeb. JanDec. Time 2nd MGR 1st MGR Employee HR Division Clear Company Dept. KPI Deploy ment ?Prereview PRD quality balance rating distribution ?Provide necessary guidance ?Solve disagreement btw Ind 1mm Mgr if any ?Review self evaluation ?Discuss with employee ?Sign agreement ?Remendation to employee for future improvement ?Ongoing face to face review, coaching counseling ?PP adjustment, if necessary ?Implementation confirmed by line mgr in Mar/Sep ?Present results ?Highlight difficulty seek assistance from mgr or HR ?Self evaluation ?Provide relevant evidence ?Elaborate career aspiration and development plans Facilitating Tracking June Dec. ?Ind/team goal identified aligned w/ KPI ?Individual . Goal ?Employee’ s involvement input ?A copy to mgrs concerned HR for tracking 17 Performance Management Cycle績(jī)效管理循環(huán) Setting Performance Expectation (At the beginning of the period) 設(shè)定績(jī)效期望 (期初 ) Follow Up (During the period) 追蹤 (期中 ) Performance Evaluation (At the end of the period) 績(jī)效評(píng)估 (期末 ) ? Objective Setting 目標(biāo)設(shè)定 ? Expected
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